A recent NLRB complaint has clarified that it is the NLRB General Counsel’s opinion that employee and customer non-solicitation agreements violate the NLRA.
In two recent decisions the NLRB overruled precedent that had allowed unionized employers to lawfully change terms and condition of employment if the changes were consistent with past practice or an expired management rights clause.
The NLRB recently expanded the definition of what constitutes “protected concerted activity” under the NLRA to include employee advocacy on behalf of those who do not meet the Act’s specific definition of “employee.”
WPI’s Labor Day Report examines the state of the workforce, federal agency activity, state and local trends, and what’s in store for employers in the months ahead.
Strikes and other forms of industrial action by employees wanting more pay and better working conditions across a range of sectors including rail, education, and health have continued to be front-page news.
OSHA released a proposed rule on its worker walkaround representative policy that would allow a third-party employee representative to be present during Compliance Safety and Health Officer inspections.
On August 24, 2023, the National Labor Relations Board issued a final rule amending the federal regulations that govern representation election procedures.
On August 25, 2023, the NLRB adopted a modified “Joy Silk doctrine,” which facilitates union organizing by card check instead of a secret ballot election.
On August 8, 2023, the U.S. Department of Labor published its final rule, calling for the most sweeping revisions to the rules governing Davis-Bacon Act (DBA) enforcement since the Reagan administration’s 1982 reforms.
On August 2, 2023, in Stericycle, Inc., 372 NLRB No. 113 (2023), the National Labor Relations Board adopted a strict new legal standard for evaluating the validity of workplace rules under the National Labor Relations Act.
